| dc.description.abstract | The purpose of this study was to establish the factors that affect managers’attitudes
towards the Performance Based Reward System at Standard Chartered Bank Kenya
Limited. Questionnaires were used to collect primary data while secondary data was
collected from the Website and Human Resource Policy Manuals of Stnadard Chareterd
Bank Kenya Limited. Data was analyzed using SPSS and presented in piecharts, bar
charts and frequency distribution tables. The major findings of the study indicated that
the PBRS was not considered fair to the managers due to lack of appeal mechanism, late
communication of appraisal ratings, lack of agjustment of rewards to reflect appeal
outcomes, lack of harmonization of frequency of appraisals and unclear basis of
appraising individuals and teams doing similar jobs and line managers against their direct
reports’ ratings.
The main conclusions were that SCB did no practice fair performance appraisals among
all its employees, did not have non monetary rewards, did not encourage appeals of
appraisal ratings, did not practise harmonized appraisal criteria and frequencies and
lastly, did not have an objective model for conducting its performance appraisals. The
researcher recommends that SCB comes up with policies and models that would allow it
to embrace best practice of allowing for appeals, communicating ratings before sharing
rewards and harmonising frequencies and criteria of appraisal for all its employees. The
researcher also suggests that a similar study be carried out targeting clerical and support
staff to get their perspective of the factors affecting the attitude of employees towards
PBRS at Standard Chartered Bank Kenya Limited.. | en |
